HR Directors are constantly stressing to their talent acquisition teams the importance of creating talent pipelines. The reason this is an ongoing request is because TA teams are normally not quite sure how to go about building them. First, let’s consider what a talent pipeline actually is. It is not a database of names, contact details and CVs. A talent pipeline only exists when you know which people are cold, warm and ‘hire-ready’. Anything less is simply a database, also known as a talent pool.
(NB, a talent pipeline is not a talent community either. A talent community only exists when all members can engage with each other. A Facebook Group or Slack Team might be a good example of a talent community).
So, now we’ve cleared up the definitions, why is it so hard to create a talent pipeline. After all we can find almost everyone on social media and reach out to them.
There are a few reasons why:
1) It is far too expensive to do it manually. The executive search method of picking up the phone to people to keep in touch, find out their career aspirations and see when they might be interested in a change is not scaleable to the ‘Michael Page’ market. You would need to treble your TA team in order to do that for the qualified volume
2) CRM can’t create talent pipelines because it doesn’t know enough about candidates to determine which are cold, warm or ‘hire-ready’
3) Unless actively looking for new opportunities, which according to LinkedIn only applies to 20% of people, potential candidates become aware and educated about your organisation as an employer in erratic micro-moments. Their journey is no longer linear. It includes your careers site, Facebook, Instagram, LinkedIn, hiring managers’ social media accounts, Glassdoor, YouTube and more. We call this ‘the flight of the bumblebee’
So what’s the solution?
How can we create genuine, sustainable talent pipelines? Well, that was the challenge we set ourselves in mid-2015 and have now created the solution. Candidate.ID is able to distribute content to all the people in your database and score their interactions so you have a league table of candidates which your recruiters can filter according to engagement score. It tracks candidates’ interactions with your emails, text messages, WhatsApp, social media, landing pages, Glassdoor, YouTube, careers site and more. It applies a score to each engagement based on a balanced scorecard. This way you know who is hot to talk to you in real time. We have data to prove this results in 60% reduction in time-to-shortlist. Our gut tells us it enhances the quality of shortlist.
I’m only telling you this because we’ve been in the market for just 12 months, so most HRDs aren’t yet aware this technology even exists 🙂
Written by Adam Gordon, CEO & Co-Founder of Candidate.ID.